The rewards for being a great programmer already exceed the rewards for other options. Great programmers can clump together and start companies, and be rewarded more than they are offered by existing companies. This could destroy existing companies.
Are you trying to say great programmers don't do that because starting a company that succeeds is hard? And that existing companies try to take advantage of this (and possibly a first mover or other advantages) by not rewarding programmers?
It's not an unreasonable point to make, by the way, which is also an undervalued opportunity. Markets correct themselves. Maybe the only way to be rewarded for the value you generate as a great programmer in the future will require starting a company. I don't know enough to say.
- A related issue: you can't make someone be a great programmer just by rewarding them. Great programers tend to be intrinsically motivated. Which could be an additional opposing force that keeps them from starting companies.
- Another: pg claimed data that say there aren't enough great programmers; you claim there are: can you talk more about your data?
pg provided no data, he provided a sketchy anecdote and made an unsupported claim.
The idea of offering more rewards is that people who otherwise go into other fields (which are more rewarding, socially and financially), would then be attracted programming. A percentage of those people will be great programmers.
Grouping great programmers together gives them a tiny, tiny, tiny chance at large rewards. It's a gigantic risk. People aren't stupid. Most go to paths with less risk. The market has corrected itself. It attracts people in a manner appropriate to its risk/reward equation.
The way to reduce that risk is to provide more guaranteed rewards. Which means more compensation. Which means transferring more of that unused capital sitting around in VC accounts to the great programmers. Which means the limiting factor is the capital put into the system.
Absent some big payday from a startup, which is a roll of the dice not in their favor, programmer compensation is low relative to other, much less risky career paths. If the field truly wants to attract the best and brightest, it's got to offer a lot more rewards.
How much of a reward are "great programmers" 71-100 that company needed in pg's example going to get, anyway? How huge a success does the company have to be for someone that far down the line to come out way ahead? You have to offer those taking such a position a lot of up front compensation, or you won't get them.
As far as "great programmers" being intrinsically motivated, that's only true of people who are currently in the field, as the extrinsic motivation isn't really there, is it? So how do we know extrinsic doesn't work? We're not trying it.
It's ludicrous to think we have all the great programmers we could have. There are any number of people who are capable. Any number of highly intelligent, incredibly driven people who could fit the bill. They just go into other fields with better odds of superior rewards.
Want more great programmers, offer better rewards. They will come.
I'm trying to understand what you are saying. I also see holes in some arguments.
1) I agree there's gigantic risk.
If I understood you correctly, you are saying great programmers should have less of the downside of risk with more of its upside.
2) Are you saying great programmers apply to this hot startup in pg's example, pass the interviews, and then refuse the job offer because the compensation offered is too low? If that's what going on, then pg provided something worse than a sketchy anecdote: he lied. He omitted the startup is low-balling candidates it wants to hire. Is this what you are saying?
Or are you saying there are people with the potential of being great programmers who went into other fields because the average compensation of competent (but not great) programmers is low (which may very well be true), and this is the main reason we don't find them?
Also a small correction in "There are any number of people who are capable." It's great programmers we are looking for, not merely capable.
Another in "highly intelligent, incredibly driven people". It's not enough to be highly intelligent and incredibly driven to become a great programmer. You may have aptitude for, but not interest in programming.
3) Is it possible for a great programmer to go into another field? Because if it isn't, maybe the opposite is also true. That you can't take someone from another field and turn them into a great programmer. It's probably as hard for a great programmer to become a great sales person as it is for a great sales person to become a great programmer for example.
4) On the effectiveness of extrinsic motivation of great programmers, we already know extrinsic motivation doesn't work in general. It shouldn't be hard to find research on this. A quick search points to the following. Please correct me if this impression of mine isn't true. I want to find the truth:
1. I believe the type of person who is capable of being a great programmer has a very large number of career options open to them, most of which don't involve becoming a great programmer.
2. Thus, I believe there is a set of people who could be great programmers who are not actually are great programmers. I believe this set to be fairly large compared to the existing set of great programmers.
3. I believe that a good sized percentage of that set of people could be motivated to become great programmers if the rewards were increased substantially. I believe they have chosen other paths which they believe will be more rewarding. If you want to change the number of great programmers, you need to change that calculation.
My position is fairly straight forward. You can agree or disagree as you wish.
